How would you adjust your consulting approach when working with a traditional hierarchical organization?

When working with a traditional hierarchical organization, I would adapt my consulting approach by emphasizing structured communication channels, respecting seniority while encouraging open dialogue. I'd focus on incremental changes to align with existing processes, fostering buy-in from top management to ensure seamless implementation. Tailoring strategies to hierarchical layers, I'd emphasize long-term value and growth, integrating behavioral science to optimize organizational readiness. This approach ensures strategic alignment, respects established protocols, and leverages leadership's influence to drive sustainable outcomes.

To understand the culture of a traditional hierarchical organization you can apply the following strategies: 1. Pay attention to how people interact, communicate, and make decisions. 2. Conduct confidential interviews and surveys to gather insights from employees at various levels. 3. Analyze company policies, procedures, and historical documents to understand the organization's values and norms. 4. Facilitate group discussions to gather collective insights and perspectives. 5. Engage with influential individuals who can provide valuable insights into the organization's culture. 6. Study the organization's history, milestones, and significant events to understand its evolution and cultural development.

It is difficult to work with traditional and hierarchical organizations. In this case, I never try to change anything. Instead I try to do exactly what is required to fulfill my job as precise as possible. Inspiration and change is almost not part of the job description.

In such organizations networking is everything. It is extremly important to gain the trust of the top management. And expectation management is crucial. I try to keep all my promises, but this means to reduce my own risks as much as possible.

Hierarchichal organizations love clarity and precise communication. They need a plan and a precise implementation. Change of plan or incremental approaches are seen as failure. Therefore, the plan shall be not too ambitious. 100% fulfilment and keeping your promises precisely is king. Unfortunately, there is not much space for ambitious goals or real innovation.

Change only one point per time. Clear communication is everything since hierarchical structures prefer security. Uncertainty and ambiguity is not welcomed. Therefore be clear, precise, simple and reliable.

If you want to drive change in a hierarchical organization, your main interface has to be C-Suite, if not the CEO directly. You leverage influence by aligning yourself with the people who are empowered to make decisions – otherwise every buy-in you get will need to go through several layers of filtering and approval.

It involves understanding its structure, values, and decision-making processes. I would start by building relationships with key decision-makers and influencers within the hierarchy to ensure alignment and buy-in from the top down. This involves tailoring communication to match the organization’s formal style, emphasizing the benefits of proposed changes in terms that resonate with its leadership. I’d also ensure that my recommendations respect existing protocols and demonstrate how incremental improvements can lead to significant gains, fostering a culture of gradual change that fits within their established framework.